Small Business HR is Serious Business

Recent workplace shootings and thousands of lesser-known catastrophes point to an often-overlooked small business conflict: the need for professional human resources advice when there seems to be no resources to support it.

But when a common denominator in these tragedies is often “disgruntled former employee,” the issue shouldn’t be ignored.

Of course, it’s impossible to guarantee that any workplace procedure will eliminate this or any other workplace problem. Human behavior is too complex for a magic bullet. Yet too often, companies and especially small businesses risk disaster because of poor or non-existent policies and procedures that fit worst-case scenarios, not just a company insurance question. Too often, what managers try makes the problem worse.

Challenges, and More Challenges

Small businesses do have legitimate concerns. The owner or manager is usually so overwhelmed putting out fires that it’s easy to miss when an employee is a ticking timebomb, or even “just” dissatisfied, feels used or harassed.

Worse, many management solutions are counterintuitive. An owner or manager will usually try an easy solution first. Only after things start to blow up do they look to long-term answers addressing core issues.

And remember, not every “disaster” involves physical violence. Don’t think you are avoiding problems simply because you and your business aren’t on the evening news. For every workplace issue that makes national or even local headlines, there are thousands of others that cause disruption and waste valuable resources.

It’s good if you can avoid becoming a headline, but it’s also helpful to avoid costly lawsuits, shouting matches and a disrupted workplace.

Help is Available

One solution you should consider is an outside, HR consultant. This sounds extremely expensive, and it can be.  But one occurrence of workplace violence or a six-figure lawsuit can put you out of business.

Even organizations large enough to support an HR department can benefit from third-party help. Many small HR departments lack expertise dealing with serious, potentially violent problems. In addition, past interaction may breed mistrust on both sides and make achieving a solution impossible. Finally, “subscription plans” and other payment methods can make outside HR services reasonably affordable.

A widespread example helps show why. An employee, “Bob,” has faced off with management and HR for months. He’s been unmanageable, but the company has made mistakes, too. Finally, Bob has had enough and files a half-million-dollar lawsuit. Simply defending that will cost the company thousands.

What a third-party HR advisor can do is offer a new route. Bob may simply be a poor fit for this business. Maybe he’s in the wrong field and needs education for a new career. Offering to help fund his education/training is not cheap, but will cost less than a legal defense and a fraction of $500,000. And while you may believe you have a clear-cut case, a judge or jury may not agree. Betting on a courtroom outcome is foolish.

This is but one example and there are many, many others. And this HR strategy won't solve all workplace problems – firearms regulation and mental health cannot be removed from the conversation, for example. However, opening your business to different options should clearly be on the table. You have a lot to gain and even more to lose.